Academic HR Analyst 3 (5391C) Job 86804 - Department of Electrical Engineering and Computer Science

Academic HR Analyst 3 (5391C) – Department of Electrical Engineering and Computer Science We are looking for applicants who reflect California's diversity and want to be part of an inclusive, equity-focused community that views education as a matter of social justice. Responsibilities 45% Non‑Senate Academic Personnel Administration – EE Division: Independently facilitate and manage academic review processes, identifying issues relating to policy and academic advancement for non‑senate faculty in the EE Division. May also be assigned senate faculty cases depending on caseload. Apply advanced knowledge of University policies and procedures to counsel non‑senate faculty on academic employee and labor policies, salary administration, and appropriate practices. Review faculty submission of advancement case materials, ensuring completeness, accuracy, and adherence to policy. Assess and summarize data and comments from teaching evaluations. Manage Unit‑18 Lecturer Life Cycle for the EE Division, including recruitment, appointment, and merit process, teaching effectiveness reviews, academic reviews, and excellence reviews. Coordinate with the Division Scheduling Officer and Chair on teaching needs that require assignments to lecturers. Draft department recommendation for all non‑senate faculty appointment and advancement cases, employing analysis of research impact, teaching, mentoring, and university and professional service activities. Onboard non‑senate faculty and initiate misconduct disclosure review process. Initiate job data, paypath, and position transactions in UCPath. Collaborate with ERSO Regional HR/Payroll team to request late pays, process overpayments, and other payroll needs. Counsel faculty concerning work‑related problems, work‑eligibility (visa) matters such as J‑1, H‑1B, O‑1 processing, and benefits considerations. 30% Faculty Awards Program – EECS: Independently manage the Faculty Awards Program for the department, working with the Awards Committee on nominations. Research and review awards data, statistics, and other information for Faculty Award Committee meetings and presentations. Develop all pertinent materials and information on upcoming awards for monthly meetings, including past successful and unsuccessful nominations, recipients from other institutions, and important requirements from a variety of sources inside and outside the university. Prepare and finalize agendas and minutes for the meetings and follow up with participants. Perform analytical studies on policies, programs, and issues related to faculty awards. Analyze the history of award distributions, propose changes in technological approaches to archive award information, and recommend strategies to improve nomination success. Prepare, edit, and modify documents, including research reports, manuscripts, presentations, and proposals related to faculty awards and their notable accomplishments. Review and prepare various nomination forms for faculty awards. Complete sections of nomination forms using material from faculty publications, CVs, the EECS graduate student database, and public databases such as INSPEC and the U.S. Patent and Trademark Office database. Stay in contact with all participants to ensure timely completion. 20% Recruitment Management: Partner with EECS AP Team to facilitate senate and non‑senate faculty searches during hiring cycles. Draft all non‑senate search plans and reports for the EE Division. Support faculty search committees and ensure compliance with the Office of Faculty Equity and Welfare (OFEW) search requirements. In coordination with the AP team, manage faculty recruitment, facilitating candidate visits, drafting interview schedules, organizing talks, travel arrangements, A/V, and room reservations. Ensure that candidates and faculty are reimbursed for travel and meal expenses in a timely manner. 5% General AP Support and Special Projects: Perform assigned special projects to support the AP Team. Other duties as needed, including calendaring, committee meeting staffing, and correspondence distributions. Data entry and maintenance of the COE Academic Personnel database. Assist with data collection and analysis for special projects, such as the Taulbee Survey. Required Qualifications Thorough knowledge of system‑wide and campus policies, union contracts, procedures, and practices that govern academic HR administration. Excellent critical and innovative thinking to address complex issues and present nuanced analyses. Ability to take initiative, set priorities, and manage competing deadlines and assignments. Advanced writing and editing skills to draft persuasive assessments for faculty advancements and award nominations. Advanced communication and interpersonal skills to communicate effectively with faculty and staff, as well as external constituents, both verbally and in writing. Detail‑oriented with the ability to accomplish work with a high degree of accuracy. Ability to conduct department business at the highest levels of discretion and maintain strict confidentiality. Ability to use sound judgment in responding to issues and concerns. Strong skills in accurately analyzing and synthesizing large amounts of data for preparing sound and relevant proposals. Working knowledge of common campus‑specific and other computer application programs such as APBears, APRecruit, UCOATS, and UCPath. Bachelor's degree in a related area and/or equivalent experience/training. Salary & Benefits The budgeted salary range for this position is \$82,800–\$116,300. For information on the comprehensive benefits package offered by the University, visit the University of California Compensation & Benefits website. Conviction History Background This is a designated position requiring fingerprinting and a background check due to the nature of the job responsibilities. Berkeley hires people with conviction histories and reviews information received in the context of the job responsibilities. The University reserves the right to make employment contingent upon successful completion of the background check. Misconduct Disclosure As a condition of employment, the final candidate who accepts a conditional offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; received notice of any allegations or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer. “Misconduct” means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer. For reference, below are UC's policies addressing some forms of misconduct: UC Sexual Violence and Sexual Harassment Policy, UC Anti‑Discrimination Policy, Abusive Conduct in the Workplace. Equal Employment Opportunity The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law. Application Process To apply, visit the UC Berkeley careers portal. #J-18808-Ljbffr University of California, Berkeley